Problem Solving - Performance Management Assessment Sample #10


Performance Assessments that include Problem Solving:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)

Performance Management System
Supervisor: [Supervisor Name]


Signature: ___________________


Date: _____________ 		Employee: [Employee Name]


Signature: ___________________


Date: ___________
Job Title: Mid-Level Manager in X Department Hire Date:
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of an employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else should contribute to this review, kindly provide their name and contact details.

Part 1: Status Recommendation

If currently on Probational Status:



If on Regular Employment Status:

Justification for the above Status Recommendation:


Competencies Included:
Problem Solving, Accountability, Cultural Awareness, Project Management, Achievement, Collaboration

Part 2: Results of 360-Degree Feedback


  1. Problem Solving: Finds creative ways to get things done with limited resources. Able to balance the needs of different people in a solution to a problem. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace. Ability to solve problems at root cause rather than at symptom level.
  1. Accountability: Consults with the supervisor before engaging in new procedures that have some risk. Sets clear expectations for performance. Accepts accountability for their work. Lets supervisor know of any setbacks to the progress on achieving goals.
  1. Cultural Awareness: Fosters a diverse workforce free from discrimination and harassment. Interacts effectively with people from different cultural backgrounds. Values the diverse perspectives from others. Willing to work with employees who have different cultural backgrounds.
  1. Project Management: Identifies potential risks to completing the project on time. Has detailed knowledge about the project and can adapt the project plan as needed. Understands the financial, strategic, resources, staffing, timeline and market risks that may impact the project. Estimates the duration for each phase of the project.
  1. Achievement: Increased production by 20 percent. Makes use of talents of others to help achieve a high level of performance. Takes immediate action of projects that fall behind schedule. Met required benchmarks for the position.
  1. Collaboration: Collaborates in time, effort, and expertise to help achieve success. Fosters strong collaborative relationships with suppliers. Readily shares information with other group members. Actively seeks opportunities to work with colleagues to address and resolve challenges.

Part 3: Summary of 360-Degree Feedback

Part 4: Bonus Pay

The supervisor now must consider which of the following adjustments to make to compensation.
Changes made here are reflected in the Salary Recommendations section at the beginning of this form.
Midpoint of Scale Status

Consider eligibility for Movement to Midpoint:
Yes: If Yes, continue with this section below
No, If no continue to next section

Depending on your responses, the computer may show (or hide) certain elements of the form.
Merit Pay Section
When this form was initially loaded, the employee was eligible for Merit Pay.
However, if the scores on Job Performance Criteria were too low, then the eligibility would change.

Consider eligibility for Merit Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section
Change the scores on Job Performance Criteria to see how it affects this section.
Experience Pay Section

Eligible for Experience Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section



Part 5: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 6: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments